EMPLOYEE HANDBOOK

PROPRIETARY INFORMATION This handbook and its contents are the property of Platinum Protection Group, LLC. This Handbook and the material contained herein may not be copied and/or distributed without the approval of the President of Platinum Protection Group.

Effective Date: January 01, 2008

WELCOME We are very happy to welcome you to Platinum Protection Group, LLC. You are now a valued member of a trusted leader in security and investigative solutions nationwide. As an employee of Platinum Protection Group, your role is critical in providing a superior level of service to our clients. This employee Handbook has been prepared to inform you of Platinum Protection Groups philosophy, employment practices, and company guidelines. This handbook is not a contract of employment; rather, this handbook is to be considered a set of employee or agent guidelines. Platinum Protection Group, at its option, may change, delete, suspend or discontinue any part or parts of the company guidelines in the Employee Handbook at any time without prior notice as business, employment legislation, or economic conditions dictate. Any such action shall apply to existing as well as to future employees. No one other than the President of the company may alter or modify any of the guidelines in this Agent Handbook. No statement or promise by a manager or department head, past or present, may be interpreted as a change in company guidelines nor will it constitute a binding agreement with any agent. This handbook will help you succeed in your assignments. This handbook contains the general terms and conditions of your employment. Due to the myriad of potential situations a security agent may face, one policy cannot cover every eventuality that an agent may encounter. If you have questions about issues that are not covered in the handbook, please feel free to discuss them with a member of our management team. Should any provision in the Handbook be found to be unenforceable and invalid, such finding does not invalidate the entire Handbook, but only that particular provision. My personal best wishes for your success and happiness here at Platinum Protection Group. Sincerely, Mark Van Holt President

INTRODUCTION

Mission Statement Platinum Protection Group will provide professional and quality service to our clients; will treat our clients and coworkers with the utmost respect and will exemplify the security profession. Code of Conduct Employees and/or Agents of Platinum Protection Group are to conduct themselves in a responsible, professional and ethical manner. Employees are expected to immediately report unethical or dishonest behavior to your supervisor or member of the management team. Platinum Protection Group management team members will investigate any allegation of unethical or dishonest behavior and determine the appropriate means for resolution. Agents found to be conducting themselves in an unethical manner may be subject to appropriate disciplinary action, up to and including termination. Open Door Policy It is our objective to provide a work environment free from elements that would deter you from doing your best work. All concerns may be expressed through our open door policy. Management at Platinum Protection Group maintains this open door policy to discuss any work related issues you may have. If you feel you have been discriminated against in any way you are encouraged to express concern through this open door policy. EMPLOYMENT Policies and Procedures To have the necessary flexibility in the administration of policies, practices and procedures, we reserve the right to delete, add to or otherwise modify policies, practices or procedures. When modifications and/or changes occur, efforts will be made to keep you informed through suitable lines of communications, including postings at the Platinum Protection Group website or notices sent directly to you. Equal Opportunity Employment It is Platinum Protection Group’s policy to provide equal opportunity in employment, development and advancement for all qualified persons without regard to color, disability, gender, sexual orientation, national origin, race, creed, age or other legally protected status. This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, social and recreational programs, and all other conditions of privileges of employment, in accordance with applicable federal, state and local laws. Employees are hired based solely on Platinum Protection Groups personnel requirements and the qualifications of each individual candidate.

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Management is primarily responsible for seeing that equal employment opportunity policies are implemented, but all team members share in the responsibility for assuring that, by their personal actions, the policies are effective and apply uniformly to everyone. Any questions or concerns regarding any aspect of this policy should be directed to a member of the management team. Sexual and Other Unlawful Harassment It is Platinum Protection Group’s objective to provide a working environment free from discrimination and conduct commonly referred to as sexual harassment. The E.E.O.C. (Equal Employment Opportunity Commission) has provided a broad definition of sexual harassment. It is general in nature and may not always be clear when evaluating everyday situations. “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, 2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or 3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.” Sexual harassment refers to behavior inappropriate in the workplace because it is offensive, unwelcome behavior that would not occur but for the sex of the offended person. Both sexual harassment, and accusations of sexual harassment, are disrupting to the work environment. If you or a co-worker experience what you believe to be sexual harassment or accusations of sexual harassment, report it promptly to your immediate supervisor or a member of the management team. Platinum Protection Group will investigate any agent, regardless of job position when such allegations are made. Based on available information, Platinum Protection Group will take appropriate action and communicate on a need-to-know basis. Appropriate disciplinary action, up to and including termination will be taken against any individual for sexual harassment charges determined to be valid. Alcohol, Drugs & Illegal Substance Abuse It is the purpose of Platinum Protection Group to help provide a safe and drug-free work environment for our clients and our agents. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future agents of Platinum Protection Group. The Company explicitly prohibits: The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment. Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the

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agents work performance, the safety of the employee or of others, or puts at risk the Company's reputation. Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or customer premises, if such activity or involvement adversely affects the agents work performance, the safety of the employee or of others, or puts at risk the Company's reputation. The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee. The Company may conduct drug testing under one or another of the following circumstances: •

Random Testing: Employees may be selected at random for drug testing at any interval determined by the Company.

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For Cause Testing: The Company may ask an employee to submit to a drug test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employees person or in the employees vicinity, unusual conduct on the employees part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

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Post-Accident Testing: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was injured, but also any employee who potentially contributed to the accident or injury event in any way.

If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective. Employees failing to adhere strictly to this policy will be subject to disciplinary action, up to and including termination. Report any suspicious activity to your immediate supervisor or a member of the management team. Criminal Convictions Criminal convictions are taken seriously at Platinum Protection Group. We reserve the right to disqualify any applicant for employment predicated upon any conviction. Furthermore, conviction of a crime while so employed may result in an automatic termination. Platinum Protection Group will make every effort to evaluate the nature and circumstances of the conviction. With the safety and well being of co-workers at stake, convicted employees may be subject to appropriate disciplinary action, up to and including termination.

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Eligibility For Employment Federal law requires both new employees and re-hires to provide documentation of eligibility to work in the United States plus proper identification. Familial Employment Platinum Protection Group does allow family members and relatives of current employees to be considered for employment, provided they are qualified for the position and no other conflict of interest exist. Hiring decisions will be the exclusive responsibility of the President of Platinum Protection Group or his designee. Violence Threats of violence and acts of violence are strictly prohibited. Employees threatening or committing acts of violence will be subject to appropriate disciplinary action, up to and including termination. Report any such activity to your immediate supervisor or a member of the management team. Compensation Compensation for employment is based on experience, training and performance. Rates are established by mutual agreement between the employee and Platinum Protection Group. Employees are not guaranteed medical or retirement benefits. Probationary Period All full-time employees are on probationary status during first 12 months of employment. Wage and Salary Disclosure Compensation programs are confidential between the employee and Platinum Protection Group. Disclosure of wages or compensation to any third party or another employee is discouraged to prevent employee conflict that may arise out of differing pay rates. Payroll Deductions for Federal Tax, State Tax, FICA and Medicare As required by law, Platinum Protection Group withholds taxes from employee’s earnings, as well as social security (FICA) and Medicare. This does not apply to the independent contractor. Payroll Schedules Agents are paid bi-monthly. Employees are paid on the 5th and 20th of each month. Payroll cut-off dates are the last day of the previous month for payroll on the 5th and the 15th of the month for payroll on the 20th. Platinum Protection Group utilizes the services of Paychex to process payroll. Reimbursement of Expenses Expenses to be reimbursed by Platinum Protection Group must be approved in writing prior to expenditure. To receive reimbursement you must furnish the management with two items: receipts for all expenses (other than mileage) and a properly completed expense form (available from your immediate supervisor) or a member of the management team.

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POLICIES AND PROCEDURES Employment Standards Platinum Protection Group employment standards include, but are not limited to the following: • • • • • • •

Security agents (employees) will be available by cellular phone Security agents will be available to work a flexible schedule (where applicable) The agent will be eighteen years of age The agent will pass a criminal background check (i.e. no felony convictions, etc.) The agent will possess valid work papers if not a U.S. citizen The agent will have adequate and reliable transportation The agent will posses and maintain all required licenses and permits

Security agents must maintain themselves in excellent physical condition and must be able to work comfortably in a team or independent environment. Being able to think and respond to a dynamic, ever changing environment is paramount. Agents should have superb writing and verbal communication skills with the ability to interact and communicate effectively. Attendance All Platinum Protection Group employees must arrive on time; punctual attendance is mandatory for efficient job performance. In cases of absence for any reason, notify your immediate supervisor as soon as possible. Poor attendance, absence without notification or habitual tardiness will be subject to appropriate disciplinary action, up to and including termination. Work Schedule Requirements Frequently, our client’s require us to meet critical deadlines, sometimes with little notice. As a result, agents should be cognizant of the potential of working beyond their scheduled off-duty time. Time Tracking All agents are required to notify the Platinum Protection Group Director of Operations or scheduling manager if hours deviate from the original assignment. This includes agents who are late to an assignment or are relieved early. Failure to notify the scheduling manager or company designee of any deviation in time worked may result in disciplinary action, up to and including termination. Breaks Lunch and breaks will be afforded to assigned agents as time and conditions permit. Due to the nature of our business, security agents may be subject to irregular break schedules. However, employees not receiving breaks on a routine basis should notify their immediate supervisor. Workplace Dress Code Platinum Protection Group demands employees maintain a professional appearance. 6

Male employees must maintain a conventional haircut, collar length in back, not extended more than 1 ½ inches on the sides and worn above the ears; must have a conventional shave (unless acceptable medical reasons requiring otherwise is provided), sideburns shorter than the bottom of the ear and no more than 1 ½ at the widest point. Males are NOT allowed to wear goatee style facial hair while on the job with Platinum Protection Group. Female employees must maintain a conventional shoulder length haircut, or, if longer, must be pulled back. The uniform you wear, whether traditional, a suit and tie or a polo style shirt and slacks, must be well kept and clean. Shoes (not provided) should be plain, black and worn with black socks for uniformed guards or agents in a suit and tie. Black tennis or court type shoes are acceptable for agents assigned in Dockers style slacks and polo shirt. Tactical or BDU style pants are not permitted unless specifically authorized by a member of the management team. Employees may not wear their Platinum Protection Group uniform shirt or jacket while off duty. If commuting to and from an assignment, a garment shall be worn covering the badge and/or patches. Employes may wear the white polo shirt with the company logo embroidered on it at anytime. Baseball hats may be worn with prior approval. If a badge is provided, it must not be displayed or used in any way that would bring discredit to Platinum Protection Group. Appropriate attire should be worn at all times in keeping with commonly recognized standards. If you interface with clients or are scheduled to meet with clients on an occasional basis, be prepared and dress appropriately. Be considerate of the company’s image as well as your image with clients and your co-workers. Personal Safety At Platinum Protection Group the safety of our employees is a top priority. We will make every effort possible to ensure the safest working environment possible. If you have suggestions or concerns discuss them with your immediate supervisor or a member of the management team. Smoking Smoking is not allowed while on assignment working as an agent of Platinum Protection Group. This policy also applies to chewing tobacco. This does not apply to an employee or agent who is on his or her authorized lunch break and in an authorized designated smoking area, away from the view of our clients. Training Every security agent is responsible for meeting the minimum training requirements established by the Bureau of Security and Investigative Services (B.S.I.S.). Platinum Protection Group encourages all agents to familiarize themselves with the requirements imposed by BSIS. Their website is: www.dca.ca.gov/bsis. 7

Force The use of force by any security agent should always be a last resort. Agents are expected to mitigate situations and bring about a peaceful resolution through verbal interaction and command presence. Force should only be used in self defense or in defense of another person. Every use of force by an agent must be reported to a member of the management team and BSIS. Notification should be made as soon as possible and in no case, any later than one hour after the end of his/her shift. The Bureau of Security and Investigative Services (herein after referred to as BSIS) regulations mandate that you report use of force incidents. When force is applied, that force should be only what is reasonable and prudent to overcome the resistance. Agents who are found to have engaged in the application of excessive force will be subject to appropriate disciplinary action, up to and including termination. Weapons Weapons are generally defined as guns, knives and other objects universally considered a weapon by the vast majority of society. A “weapon” can also be any object which would do harm to another when used as such. Platinum Protection Group shall deem any such object a “weapon” for the purpose of enforcing of this policy. Due to the nature of the business activities of Platinum Protection Group, certain agent job functions mandate possession of approved weapons. BSIS is the regulating authority for security agents. Each agent is responsible for obtaining a license or permit for any regulated weapon. Regulated weapons include firearms and batons. Although Pepper spray is available to the general public and not a regulated tool, agents should use extreme discretion in employing the use of pepper spray. The application of pepper spray is considered to be a use of force. Every agent is responsible for qualifying with their firearm(s) as required by BSIS or any other compelling authority. Agents shall be given concise orders regarding their assignment or post. Agents assigned to an unarmed post shall not be in possession of a firearm. Agents assigned to an armed detail must adhere to State law which regulates the transporting of firearms to and from their assignment. Any agent found to be in violation of any weapons policy, procedure or law will be subject to appropriate disciplinary action, up to and including termination. Nothing contained herein prohibits, regulates or restricts the right of any employee or agent to carry a concealed firearm if so authorized by their status as a peace officer or a valid Carry Concealed Firearm (CCW) permit. Active peace officers are encouraged to obtain prior department authorization to work as a security agent if so mandated by their agency. Medical Attention Platinum Protection Group requires employees to notify a member of the management team when medical attention is required for any reason while assigned to a post or detail. Transportation and medical costs are the responsibility of the agent.

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Reporting Personal Information Changes Agents must notify the company whenever there is a change in their personal information on file with Platinum Protection Group. This includes address, phone number, tax status, emergency contacts and licensure status. Agents may also email their updated information to: [email protected] Gifts, Entertainment & Meals Platinum Protection Group agents are highly discouraged from accepting gratuities. Visitors Due to the nature of our business, security clearances and non-disclosure agreements with our clients, visitors (friends, family members, etc.) are not allowed at the worksite. Personal Property Platinum Protection Group is not responsible for the personal property of agents while assigned. Professional Cooperation At no time shall any agent interfere, delay, obstruct or in any other manner resist any lawful order from a law enforcement agency. If a law enforcement officer requires an agent to leave his/her post, the agent shall comply with the command and immediately notify a member of the management team. Agents quite frequently witness unlawful activity and should be prepared to provide responding police personnel with an accurate account of their observation. Nothing contained herein in anyway demands that any person waive his or her rights guaranteed under the Constitution of the United States if questioned by any law enforcement authority. Confidential Information Security As a matter of course, agents of Platinum Protection Group will have access to confidential and proprietary information. This information includes, but is not limited to, personnel information, client information and contractual agreements. It is a condition of employment that you not disclose this information to third parties during or after employment. Disclosure of Platinum Protection Group confidential information without express written approval is prohibited and may result in termination. Business Cards Business cards are issued to managers and executive personnel as needed. Employees, agents and independent contractors may order Platinum Protection Group business cards at their own expense. Employees must contact a company representative for approval prior to ordering and purchasing business cards. Computers and Related Equipment Platinum Protection Group may provide some employees access to computers, printers and other equipment on an as-needed basis, to perform their job requirements. This equipment is to be used exclusively for the business activities of Platinum Protection Group.

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Company computer systems, connected to the internet, are connected for business purpose only. Employees are expressly prohibited from allowing any third party to use company provided computers or internet services. Platinum Protection Group will comply with any reasonable requests from law enforcement to review internet activities of any employee. While accessing the internet, employees should be fully aware of the global reach of the media. Agents are required to maintain a high level of dignity and be mindful that they represent Platinum Protection Group to the world at large while online. Employees shall not use company systems to knowingly violate any city, state or federal laws. Company equipment shall not be used to store or display images depicting violence, sexually explicit or racially offensive material. Company provided email is provided for business purposes only. Personal use should be kept to an absolute minimum. Platinum Protection Group Website Platinum Protection Group offers a website with both public and employee-related information. The public area of Platinum Protection Group allows a potential client to find out about the company, its services and methods of contact. It also has an application form for potential employees. The agent area is accessed by a Username and Password provided to each agent upon hiring. Here you may navigate the assignment calendar to look for future events that you may enjoy working. Agents are encouraged to check the “news” and “events” areas for updated information. Password access to the private area of the Platinum Protection Group website is a privilege and passwords should never be disclosed or shared. For protection of Platinum Protection Group’s network and proprietary information, security measures have been installed on the system. No employee shall, under any circumstances, attempt to disable or circumvent these security measures. Vehicles Employees assigned to a company vehicle shall follow all of the rules of the road and strictly adhere to safe driving practices. Agents driving a marked, security patrol vehicle must remember that they are representing the company. At no time, under any circumstances, shall any agent respond to any call in a manner that is unsafe and/or prohibited by law. Agents should never represent that they are a “law enforcement” agent with peace officer powers. Employees involved in a collision while driving a company vehicle must notify a member of the management team immediately. Every possible effort should be made in locating witnesses and photographing the damage. Employees shall never make any statements to the other involved parties about “fault” or engage in a verbal altercation with the other involved parties regarding the cause of the collision. Any employee involved in a collision, while driving a company vehicle may be subject to a drug and/or alcohol test after the collision. Refer to the “Alcohol, Drugs and Illegal Substance Abuse” section within this policy for further details.

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Problem Resolutions The solution to most problems is often found through communication. We will make every reasonable effort to assist in solving problems or disputes amongst employees. We recommend the following: For disputes between employees, first discuss the problem between the two employees and make every attempt to resolve it. If no resolution is reached, both employees together should approach a supervisor and allow the supervisor to participate in the resolution. If a resolution is not reached, it should be turned over to a member of the management team, who will gather and review all information and provide a solution in the best interest of all parties. If a supervisor is involved as a party in the initial dispute, it must be turned over to a member of the management team at the outset. Violation of Company Policy Employees found to be in violation of company policy will be given official notice of the infraction. All reasonable attempts to resolve the problem will be made to constructively resolve the situation. Appropriate disciplinary action, up to and including termination, may be taken if the violation continues. Employees who believe they have been falsely charged with an infraction can appeal the charge to a member of the management team. All appeals must be in writing clearly defining the reason you believe the charge was false. A member of the management team will review all available information and make a ruling. All decisions of a member of the management team are final. Notices of violation, appeals and final disposition documentation will become a permanent record in the agent’s personnel file. Termination Employees and security agents of Platinum Protection Group are not given tenure. The agent of Platinum Protection Group may choose to terminate employment at any time. Employees choosing to terminate their employment with Platinum Protection Group are required to return all company property to their immediate supervisor before leaving the premises on their final day of employment. Upon receipt of all company owned property, the employee will receive their final paycheck including any earned vacation pay, if applicable. Platinum Protection Group may terminate employment at any time for any reason. A member of the management team will provide opportunity to all employees leaving Platinum Protection Group to have an exit interview. Request for exit interviews must be made with reasonable time for a member of the management team to schedule the interview. Platinum Protection Group considers personnel files confidential. Any request for employment confirmation will be provided only with employment dates and positions held.

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ACKNOLEDGEMENT I have read the policies outlined in this handbook. I understand that while this is not an employment contract, I am bound to abide by the policies set herein. I further understand that Platinum Protection Group may modify, revise and update this manual at any time. I am also aware that this updating may include additions or deletions. I also certify that I have had ample time to discuss this handbook and its contents with Platinum Protection Group representatives and I fully understand the contents. With this knowledge I accept the policies outlined herein as a condition of employment. Agent Name (printed) _____________________________________ Agent signature __________________________________________ Date ___________________________________________________

PLATINUM PROTECTION GROUP reserves the right to make changes to this handbook for the purpose of modifying, revising and updating company policy and this manual. Notice of changes will be posted on the company website and become a part of this manual. Violation of any company policy may result in immediate termination.

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